End AFL-CIO affiliation with ‘police unions’“We, UAW Local 2865, call on the [AFL-CIO] to end their affiliation with the International Union of Police Associations.” So begins a stirring, long-overdue resolution passed July 25 by the union representing some 13,000 University of California student workers. Titled “Denouncing Police Unions,” the resolution asks, “How can there ever be solidarity between law enforcement and the working class when elites call upon police and their organizations to quell mass resistance to poverty and inequality?” It specifically mentions the needs of Black workers and communities and cites the death of Freddie Grey in Baltimore and the importance of the Black Lives Matter movement.The resolution exposes the role of police unions in lobbying against police accountability legislation, shielding killer cops from prosecution and defending officers’ crimes of racist brutality in court. The resolution takes aim at the institution of policing itself: “Policing in the U.S. has always served the needs of colonialism, racism, and capitalism by protecting the property of those who would steal land and exploit the labor of others.” The full text is at tinyurl.com/q5opgje.The last time UAW 2865 made headlines was in 2014 when it became the first major trade union to endorse the “Boycott, Divestment and Sanctions” campaign against Israeli apartheid, reported in Workers World’s Dec. 28, 2014 edition. (inthesetimes.com, July 27)Verizon negotiations continueDespite $18 billion in profits in the last 18 months, Verizon still insists on slashing job and retirement security, while hiking health care costs by the thousands. Ed Mooney, vice president for Communications Workers District 2-13, representing workers from Pennsylvania to Virginia, said, “We’re not going to walk into a trap set by Verizon. We’ll strike when we think it is the right time to strike, and that is not tonight. The ball is in their court — we are waiting for them to get serious.” (cwa-union.org, Aug. 1) Stay tuned.Postal workers show union strengthContract negotiations between the United States Postal Service and the American Postal Workers Union broke down May 27 as the USPS’ latest “offer” revealed an enormous gulf between management’s interests and those of the workers. Whereas workers and supporters continue to fight for career-quality jobs with living wages and benefits, management’s insistence on cutting wages, eliminating cost-of-living adjustments and outsourcing union jobs forced a stalemate. Federal law requires at least 60 days of mediation to resolve a bargaining impasse.On June 3, APWU President Mark Dimondstein called on postal workers to wear union gear to work every Thursday during the mediation process to show the union’s militancy in the fight for a fair contract: “Postal management pays attention to how many of our members are wearing union buttons, stickers and T-shirts, as well as how many union members are taking part in rallies and other events. They take it as a measure of the union’s strength.” (apwu.org, June 6 and June 12)Stopping wage theftThe New York City Council passed the Car Wash Accountability Act in late June, a law that requires the 200 car washes in the city to be licensed and regulated to prevent wage theft and environmental abuses. Facilities must post a surety bond to ensure workers’ wages. Since “Wash New York” was launched over three years ago, nine facilities in Brooklyn, Queens and the Bronx have won contracts that improved wages; won overtime, benefits and protections; and helped over 1,000 workers win over $4.5 million in back wages and other damages. Wash New York is a collaboration of “Make the Road NY” and “NY Communities for Change,” with support from the Department Store Union (RWDSU). (maketheroadny.org, June 30)Meanwhile, wage theft continues in New York City. Bronx Papa John’s pizza franchise owner Abdul Jamil Khokhar pleaded guilty on July 15 to charges of failure to pay minimum wage and overtime to about 300 current and former employees — amounting to $230,000 in lost wages. This is the first criminal case in the U.S. by a state attorney against a fast food franchise for cheating workers. New York Attorney General Eric Schneiderman said this “sends a loud and clear message to every fast food franchise: if you steal wages you will be held accountable and you can go to jail.” Khokhar was sentenced to 60 days. (amny.com, July 16)FacebookTwitterWhatsAppEmailPrintMoreShare thisFacebookTwitterWhatsAppEmailPrintMoreShare this
By Andy Eubank – Apr 1, 2014 Facebook Twitter SHARE Conservation Volunteers Honored During National Volunteer Week Home Indiana Agriculture News Conservation Volunteers Honored During National Volunteer Week USDA’s Natural Resources Conservation Service is celebrating National Volunteer Week April 6th-13th by thanking and honoring its Earth Team volunteers for their service to conservation.Earth Team is the agency’s volunteer workforce, and nationally, in fiscal year 2013, more than 22,000 people donated 330,084 hours of service to NRCS worth approximately $7.3 million. “Volunteers work closely with our staff, and they play an important role in our state’s conservation work,” said Jane Hardisty, State Conservationist. Indiana was sixth in the nation for the number of volunteer hours reported, with more 1,920 volunteers contributing 17,725 hours. These volunteers played a vital role in assisting Indiana NRCS and our partners with our critical conservation work. “We are grateful for the help, but we also recognize much more conservation work needs to be done,” Hardisty said.Earth Team is a program that partners volunteers with NRCS employees. It was created in 1985 and offers many opportunities to individuals 14 and older who are interested in volunteering to improve the nation’s natural resources. Earth Team volunteers help NRCS conservationists provide private landowners and others a range of services from conservation technical assistance to teaching and generating awareness about conservation through community projects.Earth Team Volunteers allow NRCS to stretch available resources and help put additional conservation practices on the ground. Volunteer efforts help improve land and wildlife habitat and contribute to cleaner water and air for everyone.To learn more about the program visit Indiana’s Earth Team Volunteer webpage. Facebook Twitter Previous articleEPA’s McCarthy Stands Up for Proposed Biofuel Target CutsNext articleAmerican Ethanol to Plant Trees and put Green in Spring Andy Eubank SHARE
News November 24, 2006 – Updated on January 20, 2016 Imprisoned journalist joins independent media hunger-strikers News Organisation RSF_en “We’ll hold Ilham Aliyev personally responsible if anything happens to this blogger in France” RSF says April 9, 2021 Find out more to go further News RSF calls for a fully transparent investigation after mine kills two journalists in Azerbaijan Reporters Without Borders today reiterated its support for a two-week-old hunger strike by a group of journalists and press freedom activists after imprisoned journalist Sakit Zahidov, who received a three-year sentence last month, announced yesterday he was joining the protest against government threats to the independent media.“The hunger strike is drastic method of protest that shows how difficult the situation has become for Azerbaijan’s independent media,” the press freedom organisation said. “We are worried about the state of health of several of the hunger strikers, including Sakit Zahidov’s brother Ganimat, the editor of the opposition daily Azadlig, who was adamant in his refusal when asked to stop by the Union of Journalists.”Reporters Without Borders added: “We extend out support to the hunger strikers and the independent media, and we call on the Azeri government to put an end to the harassment that forced this protest on them.”The hunger strikers include representatives of the newspapers Azadlig, Milli Yol, Yeni Musavat, Bizin Yol, Novoye Vremya and 24 Saat, the magazine Ganun and the news agency Turan. Protests by journalists and opponents of President Ilham Aliev have swelled in recent weeks after a series of press freedom violations.The hunger strike was prompted by a government decision to evict Azadlig (which is the leading opposition newspaper), the independent television station ANS TV and Turan from their premises. The protesters say they are fighting for “Elmar Husseynov’s dream of liberty and democracy.” The editor of the opposition weekly Monitor, Husseynov was gunned down in Baku on 2 March 2005.Arrested on 23 June, writer and journalist Sakit Zahidov was sentenced on 4 October, at the end of a chaotic trial, to three years in prison for “possession of drugs for personal consumption.” Zahidov has always insisted that the police planted the heroin they claimed to have found in his clothes. A court is due to begin hearing his appeal on 1 December. AzerbaijanEurope – Central Asia AzerbaijanEurope – Central Asia June 8, 2021 Find out more News Help by sharing this information June 4, 2021 Find out more Receive email alerts Follow the news on Azerbaijan Russian peacekeepers deny foreign reporters access to Nagorno-Karabakh
Gardai continue to investigate Kilmacrennan fire Twitter Previous articlePat the Cope rejects Councillor Pringles claimsNext articleDeputy Mayor of Donegal applauds Judge for handing down 25-year driving ban News Highland Facebook Further drop in people receiving PUP in Donegal ‘Save Donegal Health Services’ unveil next stage of campaign 75 positive cases of Covid confirmed in North Pinterest The ‘Save Donegal Health Services’ campaign group has unveiled the next stage of its campaign.The group, which is a broad alliance of the three main health unions and community health groups, is planning to host a public meeting to debate the issue of health.While final details have yet to be confirmed the save donegal health services group intends to hold the puiblic meeting on Thursday the 30th of September in the Mount Errigal Hotel in Letterkenny.All four main political parties are invited to send a representative to debate the issue of health service provision particularly within a Donegal context.It is thought that each member will be given an chance to put across their part’s point of view before the debate is opened to the floor.Jack O’Connor, president of the Irish Congress of Trade Unions, has been invited to attend while an invitation may also be extended to a hospital consultant to speak on the issue.The public meeting follows on from the highly successful rally held in Letterkenny protesting at cuts to staff and front line services in Donegal. WhatsApp Newsx Adverts Man arrested on suspicion of drugs and criminal property offences in Derry Pinterest By News Highland – September 3, 2010 Facebook WhatsApp RELATED ARTICLESMORE FROM AUTHOR 365 additional cases of Covid-19 in Republic Main Evening News, Sport and Obituaries Tuesday May 25th Google+ Google+ Twitter
Chris Maselli(NEW YORK) — Chris Maselli and Jeff Smith seemed to have it all — at one point.Maselli was an up-and-coming State Senator in Rhode Island and Jeff Smith, having gained a “cult like following”, was running to be a state senator in Missouri.But it all came crashing down spectacularly for both of them.For Smith, it was in 2009 when he plead guilty to two counts of obstruction of justice for lying about improper payment for campaign flyers. He was sentenced to a year and a day in prison. For Maselli, it was in 2011 when he was sentenced to 27 months in prison after he pleaded guilty to eight counts of bank fraud.Both Chris Maselli and Jeff Smith decided to write a book about their respective experience in federal prison.Smith’s book, “Mr. Smith Goes to Prison” came out in 2015 and Maselli’s book, “A New Debtor’s Prison” was released this summer.“Prison was a humbling experience,” Maselli, who served his time at Fort Dix in New Jersey, told ABC News in a phone interview.Smith, who served his time at FCI Manchester, Kentucky, said he didn’t go into prison with a lot of preconceived notions even though he had visited a lot of prisons when he was a state senator.“I had a lot of constituents that were locked up. I represented a court district in St. Louis city with a lot of high poverty areas and a lot of constituent correspondence that I got more from families of incarcerated people,” Smith said.Smith went on to say that the biggest thing that surprised him about prison was the entrepreneurial spirit inside.“People are just operating all the time … they got a little business, you know, a little store out of their cell, they got a little tattoo parlor, they’ve got men making books on prison basketball league, they run the poker league.”Maselli and Smith also said their prison jobs were the opposite of what their day jobs were.Maselli spent the first six months of his prison sentence building fences outside the minimum security camp while Smith was put to work in the warehouse.“That was the other thing the prison was famous for, if you were a cook on the outside, they wouldn’t put you in the kitchen and make you cook meals. They’d have you cutting grass and they’d have the guy who cut grass, cook the meals,” Maselli explained. After six months, he moved to the education department where he would teach English to non-English speakers.Smith said there was quite often an element of give and take with the prison inmates. For example, he said he was chastised early on by the warden for writing a book in prison and staff would come search his cell for his notes. Smith said that in order to keep the notes, he would give them to another inmate to hide in return for onions he would get from the warehouse where he worked.Both men spoke about the racial divide in prison and how the television room was a place that was often divided by race and unspoken prison rules.However, one thing that wasn’t segregated was playing sports, and for Smith particularly, it is what got him through the year he spent locked up.“Because of the bonding, you know, the bonds are forged with with other prisoners through sport and to get a psychological escape,” he said.Smith says that high profile inmates like former Trump Campaign Chairman Paul Manafort, who is serving more than seven years combined over two cases, and President Trump’s former lawyer and fixer Michael Cohen who is serving three years in prison, may have mixed experiences.“Definitely some people are going to want to meet Michael Cohen. And some people that are fascinated by Paul Manafort. You know, he’s been on TV every day for the last six months. Now he’s, you know, in the next cellblock — you loved it,” Smith explained. “If you are high profile then everyone knows everything about the case.”Smith said that when President Trump called Michael Cohen a “rat” last year, it could potentially hurt him because all the details of his case were so public.“Since white collar criminals, especially ones with fame, you know, the details of their case are so widely known often, a ‘rat is a rat is a rat’ rule can bite them,” Smith explained.Smith talked about serving his time with Alberto Vilar, an investment manager who, among other charges, was convicted of money laundering and mail fraud. Vilar also happened to be “the largest donor to the opera,” Maselli said.“I mean, he was living in penthouses in Manhattan. He had a difficult time dealing once in prison,” he said.Maselli said that prison could be quite duplicitous. On one hand, people would treat him poorly because of his association and friendship with Vilar. On the other hand, however, he saw people want to be his best friend because once they got out, they hoped he’d help “take care” of them.The former congressmen have since developed a cynical view of the criminal justice system and the tactics the government used, especially how financial pressure was placed on defendants to “squeeze” them out of money.“If you ask me and you look at some other cases, they purposely leak information to the media so it becomes public. So now there’s this pressure on, you know, there’s this outside pressure of the media and now public opinion about, you know, and you haven’t even been charged with a crime,” Maselli said.Maselli stressed that he never ratted anyone out and said federal prosecutors play a “physiological game” as well.“Lawyers aren’t cheap especially when it comes to cases like that. And and then, you know, it was almost when I did get indicted, it was almost like something was lifted off my shoulders. It wasn’t like not knowing sometimes what’s going to happen is worse than knowing ,you know, what is what the not knowing is worse than anything else.”In his new book, Maselli writes about how the criminal justice system disenfranchises and discriminates against people who can’t afford to go through it, and is now an advocate, much like Jeff Smith, for a better criminal justice system.“I want the public to understand just how disproportionate our country is relative to every other industrialized country in the world in terms of the number of people we lock up. And in terms of the lack of rehabilitated opportunities in prisons. And in terms of the obstacles that hinder the ability of formerly incarcerated people to succeed in all of those respects, you know, we are way, way, way behind almost every country in Europe,” Smith lamented.Copyright © 2019, ABC Radio. All rights reserved.
Managing TeamsOn 25 Jul 2000 in Personnel Today • Think small. Everything becomes much more visible within a small production cell, giving teams a clearer idea of the “big picture”. In our experience, the optimum size is 10.• Reorganise working spaces. Some kind of physical relocation helps to emphasise that things are going to be different.• Training needs to be given to both team leaders and members to help them adapt to the challenges of change. • Offer financial incentives. A bonus scheme based on bottom-line profits ensures that everyone has a reason to improve performance.• Making information more accessible affects motivation and efficiency. We created one single administration office – downstairs by the factory – with an open door policy.• Choice of team leader is crucial – avoid choosing heroes and heroines who do everything themselves. You need a real team player who’ll bring out the best in their colleagues.• Self-discipline will only be applied where there is ownership. If the team agrees the process – and documents it – you no longer need traditional controls to ensure things get done.
Terminating a contract efficientlyOn 27 Feb 2001 in Personnel Today Comments are closed. Related posts:No related photos. Previous Article Next Article MartinBeijneveld of Dutch law firm Van Harmelen Beijneveld Tubbergen Van Houten,looks at the options for executing lawful dismissal under the labour law of theNetherlands and how the courts can speed up the process of contract terminationUnderthe labour law of the Netherlands an employer wishing to terminate theemployment of an employee invariably faces the problem that he cannot predictwith absolute certainty a) whether the employment can be terminated at all b)how much time that will take and c) how much it will cost.Cantonalcourt circleWhetheran employer can terminate an employee’s employment, and if so, the noticeperiod he has to give not only depends on his own will, but also on thepersonal circumstances of the employee. The extent to which the employer isliable to make severance payments is a matter for negotiation between theparties or for resolution by the court. Nofixed rules of law existed to help determine this matter until 1 January 1997,when one national formula was introduced by the Cantonal Court Circle, of whichall of the 160+ Cantonal Court Judges are members. This formula is explainedfurther below.Methodof terminationTerminationof an employment agreement is only possible a) by mutual agreement between theemployer and the employee b) by notice of termination by the employer to theemployee (i) on the basis of a “dismissal license” granted by the director ofthe Regional Labour Office and (ii) with due observance of the relevant noticeperiod c) by a “rescission” of the employment agree- ment by the Cantonal Courtor d) by a combination of (a) and (b) or of alternatives (a) and (c).Regionallabour officeTheneed to acquire a dismissal licence is not dependant upon the applicability ofDutch law. An artificial standard is applied, which is whether the Dutch labourmarket, in the widest sense, is involved – if it is, a dismissal licence willbe required. Adecision cannot usually be expected for two to three months. The period ofnotice an employer must observe is set out in the legislation. The dismissallicence is irrevocable. The director of the Regional Labour Office does nothave authority to grant any compensation payable by the employer.CantonalcourtRescissionof an employment agreement by the Cantonal Court is initiated by the employerfiling a petition to this effect. The grounds for such a petition are: a)behaviour which warrants termination of employment with immediate effect for anurgent reason or b) “changed circumstances of such nature that the employmentagreement should reasonably come to an end immediately or within a short periodof time”. The phrase “changed circumstances” is assumed to be broad enough tocover all the conceivable grounds for which an employer might wish to terminatethe employment relationship.ACantonal Court may reject a petition for lack of evidence or because it findsthat a termination is not reasonable under the given circumstances, butpetitions are rarely rejected solely on the technical ground that the factssubmitted do not constitute “changed circumstances”.Thereis an oral hearing of the case, and the procedure seldom takes more than sixweeks. When considering the grounds under which the employment agreement can berescinded, the Cantonal Court may determine that the petition will be grantedon the condition that the employer pays some compensation.Theemployer is normally allowed a period of two weeks to withdraw the petition ifhe considers the amount too high, in which case employment continues. Decisionsof the Cantonal Courts on petitions for rescission cannot be appealed against,except on formal grounds (outside the scope of this article).Toovercome the problem that the employee who has agreed to the termination of hisemployment forfeits his entitlement to receive unemployment benefits, it ispossible to achieve almost the same result with different type of agreement.Under pro forma rescission, the employee promises not to dispute the factssubmitted by the employer in his petition for rescission, and as considerationfor that promise, is granted a certain amount of compensation. Thepractice is generally accepted by the Cantonal Courts and by the authorities incharge of social security legislation. An employer often agrees to pay theemployee a certain amount of additional compensation to avoid litigation, asthis action could help make the outcome of a decision for rescission lessunpredictable. Cantonalcourt formulaAnadvantage of the Cantonal Court formula is that the amount of compensation tobe granted by the Cantonal Court is easier to predict. By introducing anational formula, the Cantonal Courts have tried to create a more uniformjurisdiction. The amount of compensation is based on the following formula: onemonth’s salary for each year of service up to the age of 40; one-and-a-halfmonths’ salary for each year of service between the age of 40 and 50; and twomonths’ salary for every year of service after the age of 50. Thenumber of years of service are rounded up if the employee has worked for morethan six months on the date of rescission. In addition, the Cantonal Courtswill also include any “fixed and agreed” wage components, such as holidayallowances, fixed 13th-month bonuses, fixed bonuses for shift working andstructural allowances for overtime.Savein exceptional cases, the Cantonal Courts are advised not to include items suchas non-contractual profit shares, employer’s contributions to pension premiumsand/or health insurance, company cars and expenses allowances.Apartfrom the years of service and the fixed and agreed wage components, theCantonal Court formula also includes a third multiplying factor – the“adjustment factor”. This means the Cantonal Court considers the specialcircumstances of the case. In a pro forma or “neutral” rescission – one inwhich there are no special circumstances justifying a deviation from normalpractice – the adjustment factor will be one. Shouldthe Cantonal Court decide, however, that special circumstances exist whichjustify an adjustment of the compensation calculated, this will be reflected inthe adjustment factor. Byapplying this adjustment factor, the Cantonal Courts will still have thediscretionary power to determine what figure amounts to a reasonable sum ofcompensation in the circumstances. The Cantonal Court formula recommends that theamount of compensation does not exceed the expected loss of income to besuffered until pensionable age.Themajor advantage of a rescission by the Cantonal Court is that the parties havecertainty about their position within a short period (about one-and-a-half totwo months maximum). No appeal is possible, save in exceptional cases. If anemployee is ill, a petition for rescission will not be accepted unless certainrequirements are met. SocialplanMorerecently, the Cantonal Court Circle introduced some additional recommendations.One of these is that a Social Plan, which is designed to accommodate employeeswhose jobs are affected by a restructuring (“collective dismissal”), carriesmore weight when it has been agreed upon between the employer and the labourunions (and preferably the works council). Redundancypayments under a Social Plan depend on the employee’s age, duration of service,position and potential for finding another suitable job. If an individualemployee has been given notice by using the dismissal licence granted by thedirector of the Regional Labour Office, he may negotiate a severance payment onthe strength of his potential claim for “obviously un- reasonable” dismissal. Inmost cases an obviously unreasonable dismissal will be deemed to have occurredif, when balancing the financial provisions made for the employee and hisprospect of finding suitable alternative employment, against the interests ofthe employer, the hardship endured by the employee is disproportionate to the employer’sneed to protect his business interests. Claimsfor obviously unreasonable dismissal when brought by employees are, in general,not easily won. The fact that a Social Plan has been established and agreedupon with the labour unions acts in the employers’ favour. TheCantonal Courts will usually follow the Social Plan. In circumstances whereonly the works council has agreed upon the Social Plan, its status, binding ornot, is less clear in case law.Bestmethod of terminationOverthe past few years, there has been a substantial increase in the number ofpetitions filed by employers with the Cantonal Courts for rescission ofemployment agreements with individual employees. Arescission by the Cantonal Court is the most efficient and quickest way ofterminating contracts of employment, taking only one-and-a-half to two months.Editedby Clare Murray, employment law partner at Fox Williams and editor ofhrlaw.co.uk, Fox Williams’ online employment law information service
Counting the cost of occupational cancerOn 6 Jul 2018 in Cancer, Sickness absence management, Occupational Health, Wellbeing and health promotion, Personnel Today Exposure to diesel exhaust fumes can be a risk factor for occupational cancer The Institution of Occupational Safety and Health’s (IOSH) “No Time to Lose” campaign has been working since 2014 to reduce the terrible toll of work-related cancer. Dr Lesley Rushton, of Imperial College London, looks at the risks posed to workers and how they can be controlledIt is a fact that ought to be better known than it is: employees are much more likely to die from cancer caused by work than they are in a workplace accident.Across industry as a whole, there has been a huge amount of effort put in to ensuring that workplaces are safe, to prevent accidents and protect workers. This, of course, should be applauded.However, can the same be said for preventing exposure to harmful substances? Are employers doing everything they can to manage the risks that these substances pose? Can employees return home after every shift knowing that their health hasn’t been harmed?Author detailsDr Lesley Rushton is emeritus reader of occupational epidemiology at Imperial College London’s Faculty of Medicine and is chair of the Industrial Injuries Advisory CouncilMany of the substances found in workplaces – more than 50 of them, in fact – can cause cancer.The extent of these exposures was revealed recently when new global figures showed that 742,000 people die every day from cancer which can be traced back to work activities. This is 2,033 every day. Or 43 every second.When you take into consideration that 380,000 die every year in workplace accidents – also too many, it must be added – then it is only too easy to see how vital it is that exposure to these substances is controlled.Extent on occupational cancerI recently worked with teams from the Health and Safety Laboratory, the Institute of Environment and Health, the Institute of Occupational Medicine and Imperial College London on research into the extent of this issue in Great Britain.Our findings were published in The Burden of Occupational Cancer in Great Britain. They showed that almost 14,000 new cases of cancer caused by work were being registered each year, while there were around 8,000 deaths annually from occupational cancer.It was with the Great Britain and international figures in mind that the Institution of Occupational Safety and Health (IOSH) launched its “No Time to Lose” campaign back in November 2014.While there are over 50 carcinogens that are known to cause cancer found in workplaces, this campaign concentrates on some of the main ones: diesel exhaust fumes; solar radiation; and silica dust.The campaign calls on organisations to put in place measures to control employee exposure to these carcinogens. It also provides free, practical guidance on how this can be done. In this article I will in more depth at some of these carcinogens and what employers can be to manage and mitigate risk more effectively.Diesel exhaust fumesDiesel engine exhaust fumes are a mixture of gases, vapours, liquid aerosols and particles created by burning diesel fuels.Diesel fumes may contain more than 10 times the amount of soot particles than in petrol exhaust fumes, and the mixture includes several carcinogenic substances, meaning they have the potential to cause cancer.Our research showed that it is linked to about 650 deaths annually in Great Britain.Anyone therefore working with or around diesel-powered equipment or vehicles is at risk. Emissions from diesel vehicles like forklifts, lorries, buses, trains and tractors – particularly in enclosed spaces such as garages, warehouses and workshops – can cause a problem. People working with fixed power sources like compressors, generators or power plants in sectors like tunnelling, mining or construction could also be at risk.There are many types of action that organisations can take to prevent employees from significant exposure to these harmful fumes. These include:switching to other forms of fuel where possible, for example gas or electric;replacing old engines with newer versions with lower emissions;making sure that engines are maintained properly;making sure diesel engine exhausts have filters;using “local exhaust ventilation” and good general ventilation in fixed or enclosed workplaces; androtating jobs between different employees to minimise exposure.Solar radiationThe effects of exposure to the sun’s rays have been widely publicised. But how many people really consider how much they are exposed while they are working outdoors?In Great Britain, there are at least 1,500 new cases of non-melanoma skin cancer and 240 new cases of malignant melanoma diagnosed every year which are linked to solar radiation exposure at work. Work-related skin cancer kills 60 people every year.There are many sectors where workers are at risk. Construction is certainly one of the most common, but any outdoor worker is vulnerable.Of course, in such sectors outdoor work is necessary, but there are many ways that people can manage the risks they face. Five of the most effective are:wearing long, loose-fitting clothing to keep the sun off the skin;ensuring the head, face, ears and neck are protected by wearing wide-brimmed hats and sunglasses with UV protection;seeking shade whenever possible, especially during break times and in the middle of the day;regularly applying high-factor sunscreen; andchecking your body regularly for any mole changes and other possible skin cancer signs.Don’t forget, too, it is not just outdoor workers that may be at risk. An office worker who, say, throws themselves down in the park for an hour at lunchtime, without any protection or sunscreen on, could also be doing themselves significant damage.Silica dustEvery year in Great Britain, nearly 800 people die from lung cancer caused by breathing in silica dust at work.Silica dust is created when the “crystalline silica” in materials such as stone, mortar or tiles is broken down and released. It happens when you drill, saw, cut, grind or sand the products – or work on them in any way that disturbs the natural silica content.There is a wide variety of different job roles where people could be at risk. These include bricklayers, ceramics and pottery workers, demolition workers, foundry operatives, furnace workers, mining machine operators, quarry workers, rock drillers and sandblasters.As with the other carcinogens, however, the No Time to Lose campaign highlights how organisations can take a few simple steps to safeguard their employees.The main aim should be to stop silica dust getting into the air in the first place. You may be able to select a process that avoids or cuts down the dust being released, for example, taking into account silica dust control at the design stage of a construction project by planning buildings with pre-built recesses for plumbing, gas and electric wiring so there is less need to cut or drill masonry and concrete.Other ways of managing exposure include removing or substituting materials containing crystalline silica from the work process.If it is not possible to protect operatives from silica dust at the design stage or by changing processes or materials, then organisations should seek to monitor or assess the exposure and identify the jobs and tasks that need better controls.In a factory or workshop environment, the best strategy is to use engineering controls like enclosures or hoods and local exhaust ventilation to extract the contaminated air at the point it is produced, or to use water suppression on fixed machinery.Where work with hand-held power tools generates dust, for example on construction sites, the best strategies are to use localised ventilation on the tool or suppress the dust using water spray systems.As with the other carcinogens, IOSH’s campaign materials provide more information on managing the risks.Campaign supportThree years on from the launch of the campaign, I’m delighted to say it has been a major success.More than 100 organisations from different parts of the world have made a pledge to the campaign. This means they agree to investigate what activities could expose employees to a potentially harmful carcinogen and, once identified, put measures in place to manage the risks.Meanwhile, a further 200-plus organisations have endorsed No Time to Lose, demonstrating that there is a real will to raise awareness of and take action on occupational cancer.The campaign has been exhibited at events around the world. I can say from personal experience at some of these exhibitions that it has garnered a huge level of interest.What we cannot say is whether this level of support has led to a fall in people being diagnosed with work-related cancer.This is because of the long latency period that exists – many people do not show symptoms or are not diagnosed for years, or even decades.It is likely that the level of people suffering from cancer caused by work will remain high for some time because of this.However, this does and should not prevent us from putting measures in place now to protect future the current generation and future generations of workers.Just as organisations look to keep workplace accidents to a minimum, they must also continue to strive to ensure that people are not exposed carcinogens which could lead to ill health.All workers, no matter what the industry, should be covered by a culture of care. They have a right to return home at the end of every day’s work in the knowledge they haven’t been exposed to something that could harm their health.Organisations can take a major step towards doing that today. By making a pledge to the IOSH campaign they can make a real signal of intent about how seriously they view the health of employees and help to ensure that in the future rates of work-related cancer will be reduced.There really is no time to lose.For more information, visit www.notimetolose.org.uk. The papers for the research The Burden of Occupational Cancer in Great Britain can be found on the British Journal of Cancer’s website at www.nature.com/bjc/index.html Leave a Reply Click here to cancel reply.Comment Name (required) Email (will not be published) (required) Website One-fifth do not train line managers in health and safetyOne in five organisations do not train their managers in health and safety, despite the view that they are often… Previous Article Next Article Robert Olcott 11 Jul 2018 at 8:00 pm # One Response to Counting the cost of occupational cancer In 1975, the Tool & Die Shop I worked at, was bought by a self-proclaimed ‘Millionaire’… who had a new project for us to do (rather than using an existing ‘hermetically sealed room with a Jig Bore already in it, he had me use the milling machine at the foot of the stairs to the office–so all employees could be exposed to the dust…after it sometimes mixed with cutting oil fumes…and when I asked what the material was [I had a pretty good idea what it was], he asked why I was asking, and I explained that I wanted to set my machine speeds/feed rates to the material (I only had a 1903 Machinery’s Handbook), and he said it was “Trialite”. Trialite was not listed in my Machinery’s Handbook, so I went to the blueprints in the back room, to check the ‘Materials List’, and Trialite was spelled: “ASBESTOS” on the blueprints. … When I asked if we could have “3M” Paper Masks…he indicated he couldn’t afford that expenditure, much less respirators…. Related posts: Reply
Written by FacebookTwitterLinkedInEmailOGDEN, Utah (AP) — Sayeed Pridgett had a career-high 29 points plus 16 rebounds and Montana won its eighth consecutive game, narrowly beating Weber State 83-80 on Thursday night. Montana plays Idaho State on the road on Saturday. Weber State takes on Montana State at home on Saturday. Montana led 40-24 at halftime and the Grizzlies’ lead was still double-digits with 5 minutes remaining. Weber State drew within 81-80 on a layup by Cody John with 14 seconds to go. The Wildcats fouled, sending Montana’s Kendal Manuel to the line and he made both free throws for the final margin. Weber State missed a couple of jump shots in the final few seconds. February 14, 2019 /Sports News – Local Pridgett scores 29 to lead Montana past Weber State 83-80 Tags: Big Sky/Montana Grizzlies/Sayeed Pridgett/Weber State Wildcats Basketball Michael Oguine had 17 points and nine rebounds for Montana (18-6, 11-2 Big Sky Conference). Kendal Manuel added 16 points. Ahmaad Rorie had 13 points for the visitors. Jerrick Harding had 30 points for the Wildcats (15-10, 9-5). Brekkott Chapman added 20 points and nine rebounds. John had 16 points. The Grizzlies improved to 2-0 against the Wildcats for the season. Montana defeated Weber State 75-68 on Jan. 26. Associated Press
December 20, 2017 Back to overview,Home naval-today Austal delivers EPF USNS City of Bismarck to US Navy Share this article Authorities Austal delivers EPF USNS City of Bismarck to US Navy View post tag: USNS City of Bismarck View post tag: EPF The US Navy has officially received its ninth expeditionary fast transport (EPF) vessel – USNS City of Bismarck (EPF 9).The shallow-draft, aluminium catamaran was delivered to the navy by shipbuilder Austal on December 19.EPFs are capable of intra-theater personnel and cargo transport and provide combatant commanders high-speed sealift mobility enabling the transport of personnel, equipment and supplies over operational distances with access to austere and degraded offload points.“EPFs continue to be excellent additions to the US Navy force,” said Capt. Scot Searles, Strategic and Theater Sealift program manager, Program Executive Office (PEO) Ships. “With the delivery of EPF 9 to the fleet, the navy continues to provide a variety of capabilities to US operations around the globe.”These vessels are capable of interfacing with roll-on/roll-off discharge facilities and on/off-loading a combat-loaded Abrams main battle tank. The EPFs include a flight deck to support day and night aircraft launch and recovery operations and airline-style seating for 312 embarked forces with fixed berthing for 104. City of Bismarck will be owned and operated by the Military Sealift Command.City of Bismarck was constructed by Austal USA which is currently under contract for the construction of three additional EPFs. Burlington (EPF 10) held its keel laying ceremony in September 2017. Additionally, Puerto Rico (EPF 11) and EPF 12 were awarded in September 2016 and are currently in the early stages of production. View post tag: US Navy View post tag: Austal